Not Your Average Gig
Landing a “gig” used to conjure thoughts of cover bands playing for a crowd of enthusiastic fans at the local dive bar. Not anymore. Today, it’s the independent contractors, self-employed citizens and freelancers who make up what is known as the演出经济, working in a wide array of industries, doing a variety of functions. Sure, there are drivers, graphic designers and writers; there are also C-suite executives and company founders. Regardless of what role they’re in, there’s a lot of them.
有些人认为人们flexible gig work to help make ends meet by supplementing income from a “regular” job or as a holding place until they land work in a more traditional career. Many people actually choose more flexible work over traditional work because it’s a better fit for their lives. According to theGig Economy Index™, nearly 76% of gig workers say they would not leave freelance work for a full-time job, thanks in large part to the perks of gig employment. This has big implications for traditional employers, the main one being that many companies need to make some serious changes to meet the demands of the workforce of the future.
Women and Work
For too long, women have had to choose between their career and their lives at home. The sacrifices a working mother must make are endless and, in the end, either her career or her home life will take a back seat. Unfortunately, making those sacrifices is often not enough. Women still leave their jobs at higher rates than their male colleagues; it’s even worse for women who are C-suite (27% of women versus 7% of men, according to the行政女性网络). The consequence of this is that men occupy the vast majority of board and leadership positions, while women’s careers are stunted. There is wide recognition that this needs to change. Strong positions from California’slegislation和高盛“呼吁更多女性持有董事会席位的展示他们在领导力中的作用有多重要。
But something good is coming from this: Companies are进行调整so they can retain employees and stay profitable. Many organizations have responded to the pandemic by creating the necessary infrastructure for flexible work. Some companies have had this on their to-do lists for a while and the pandemic forced them to make it a top priority. These companies are trying to survive amidst the craziness, and whether they intended to or not, their new processes will provide opportunities for more inclusive and diverse groups of talent than ever before.
As the unceremonious victims of non-flexible work, it will be women’s time to shine as a powerful workforce. There are loads of highly skilled women that can fill these flexible roles and contribute to the benefits of having a more inclusive workforce. According to oneanalysis，真正的球队拥抱包容性are:
- 17% more likely to report that they are high-performing.
- 29% more likely to report behaving collaboratively.